Discussion Thread: Training, Development, and Separations
Reply to Classmate’s Post (C.C)
• Your reply to the classmate’s post (see below) must be 250-300 words
• 2 Scholarly Sources (published within the last 5 years) must be used and cited properly in text and in References section (APA 7th Edition)
• The textbook must also be used as a source
• Include Biblical integration (include Scripture, passage, and how it applies)
• All citations and references must be in current APA format
• Do not use the same sources or Biblical integration the classmate used
Classmate’s (C.C) Post to Reply to:
Question that was asked: What is the difference between training and career development? Of these two concepts, which is more likely to increase retention in an organization? Why?
Human resource management plays a significant role in managing employees and developing their skills to ensure an organization is successful. Two important concepts we have learned about in human resource management are training and career development. Both of these terms involve learning and skill-building; however, they have some distinct differences, specifically in the timeline they are executed and the reasoning for their use (Noe et al., 2023). In this discussion, we will examine the difference between training and career development in human resource management, identify which is more likely to increase retention in an organization and discuss why.
Training is often referred to as the process of imparting skills and knowledge to employees to perform their current job better (Kurdi et al., 2020). Training is a short-term process that aims to improve specific skills or knowledge required for the employee’s current position (Noe et al., 2023). Training can be both formal and informal, including classroom training, on-the-job training, workshops, and e-learning. Training provides employees with the skills and knowledge required to perform their job efficiently, which helps to increase productivity, improve job satisfaction, and reduce workplace errors (Kurdi et al., 2020). On the other hand, career development refers to a longer-term process that focuses on employee growth and development toward the future within the organization. Career development has the goal of finding employee potential and providing them with opportunities to grow their skills and knowledge to achieve their goals. Career development can also include job mentoring, coaching, job rotations, professional development programs, and education reimbursement (Kurdi et al., 2020). Ultimately, career development is very important since it helps to give employees meaning and purpose towards growing their skills for the future.
Both of these terms connect a lot to retention, which is a significant concern for organizations and is the ultimate goal of training and career development. Some research has shown that employee training and career development are two of the most effective tools for retaining employees (Khan, 2020). While training enhances employees’ skills and knowledge to perform their job better, career development increases employees’ engagement and contentment within the organization, leading to higher rates of retention. It is of utmost importance that companies retain individuals that they train and educate in order to get the highest return on investment from their employees. Some research has indicated that career development is likely to cause a better increase in retention in an organization than training (Khan, 2020). This is likely because training is specific to an employee’s current role, while career development gives an employee hope that they will succeed further into the future. Ultimately, career development impacts employees for a longer period of time, while training has to be completed continuously in order to be effective. Training and career development are essential concepts in human resource management. While training focuses on improving employee knowledge and skills to do their job better, career development aims to find employees’ potential areas of growth and provide them with new opportunities to gain skills and pursue their career desires. Both training and career development are effective tools for retaining employees; however, career development is likely to be better at increasing retention in an organization as it increases employee engagement and satisfaction, leading to a positive employer brand and attracting and retaining talent. The Bible tells us that “whoever sows sparingly will also reap sparingly, and whoever sows bountifully will also reap bountifully” (ESV 2016, Philippians 2:3). This verse of scripture can give us a good understanding of the purpose behind career development and training. If we as managers are pouring time into our employees, we will likely see greater retention of our employees with either option; however, if we are not investing enough in our people, then we will likely see our company’s workforce retention plummet as a result.
References
English Standard Version Bible. (2016). ESV Online. https://esv.literalword.com/
Khan, U. (2020). Effect of Employee Retention on Organizational Performance. Journal of Entrepreneurship, Management, and Innovation, 2(1), Article 1. https://doi.org/10.52633/jemi.v2i1.47Links to an external site.
Kurdi, B., Alshurideh, M., & Afaishat, T. (2020). Employee retention and organizational performance: Evidence from banking industry. Management Science Letters, 10(16), 3981–3990. Employee retention and organizational performance: Evidence from banking industry » Growing ScienceLinks to an external site.
Noe, R. (2023). Human Resource Management: Gaining a Competitive Advantage, McGraw Hill Education. Liberty University